---
name: exit_interview_synthesis
description: Translates exit interview transcripts into retention intelligence. Use when you have a batch of exit notes and need coded themes, flight-risk signals, and a prioritized fix list with segmentation and small-n guardrails. Triggers on "analyze exit interviews" or "why are people leaving".
---

## Purpose
Turn a pile of exit interviews into countable patterns and actions. It codes qualitative data, quantifies frequency, segments by role or tenure, applies small-n suppression, and outputs a prioritized fix list tied to turnover cost.

## Workflow
1. **Prepare data**: Assemble transcripts or survey exports, list cohort scope (quarter, dept), and note confidentiality rules. Do not include PII in outputs.
2. **Code**: Use a concise codebook aligned to Braun and Clarke six phases. Tag each excerpt with 1-2 codes such as manager support, role clarity, pay, workload, tools, career growth【7035024610997592566†L20-L27】.
3. **Count and segment**: Build frequency tables by code, then segment by dept, level, tenure【1447318901520532058†L121-L127】. Suppress cells with n below your threshold.
4. **Signal flight risk**: Map codes to actionable risks such as recurring manager issues, absent growth path, or workload spikes【1447318901520532058†L8-L10】.
5. **Prioritize fixes**: Rank by frequency, business impact, and replaceability cost. Present counts, not raw quotes.

## Output Contract
- One page report with: top themes with counts and percentages, segment breaks, three prioritized fixes with expected impact, and a limitations note on sample size.
- Optional CSV of code frequencies.

## Operating Rules
- Confidentiality first. Use summary stats only. Avoid attributable quotes【1017334027330281624†L175-L186】.
- Small-n rule. Do not report cells with fewer than 5 responses.
- Tie actions to cost. Use replacement cost ranges to justify urgency【3835566151584046625†L19-L22】.
- Keep it tight. Put examples and templates in references.